March 27th, 2009 by The ECI Team
There are many different sorts of personality tests, word list choices (which is most like me or least like me), statement list choices, rate this statement as to how much it reflects who you are, picture tests asking you to interpret what you are seeing, lickert scale response tests, ipsative tests and a host of others. How do you know which one is the best to use for hiring or developmental purposes?
I think the first question to ask yourself is “what am I trying to accomplish?” Is it an issue of finding out if the person might work well in a team made of other diverse individuals? Is it an issue of finding out if the individual matches the criteria for success you have identified in your environment? Is it an issue of understanding what you will need to do to develop the individual after you hire him/her and will you invest the funds? Or is it an issue of getting the test to make your selection for you? Read more…
Filed under: Employment Testing |
Tagged: assessment tools, ECI Behavioral Insight, Personality Testing, psychological testing in the hiring process, using personality tests |
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March 25th, 2009 by The ECI Team
ECI has helped companies make a smooth transition after merger and acquision. Our studies have shown that the number one reason merger or acquisions fail is because the culture is never fully integrated. Company leaders often think that because they have introduced the cultural expectations to the new company members, that is sufficient for a well integrated culture to emerge.
People change when the pain of change is less than continuing to do things as they always did. So, in the case of cultural integration, some work needs to be done to disable old habits and preferences of the merging organizations, either to come to new consensus on what the culture will be, to impose one of the cultures on the whole organization, or to begin again to devise a new culture. There are no in-between strategies here, folks. This is one you have to make a decision around and then put the plan in place to make it happen. Read more…
Filed under: Business Management, Organizational Development, Talent Management |
Tagged: acquisitions, Corporate Culture, cultural integration, merger, Organizational Fit |
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March 24th, 2009 by The ECI Team
Applicants are trained to make good impressions in an interview. Go to any retail bookstore and you’ll find an entire section of resources dedicated to helping job seekers “sell themselves” to potential employers. Go to any college and you’ll find courses on how to effectively “ace” an interview.
Good performance in an interview setting (including a well written resume) does not always translate to long-term success. In fact, studies have shown that standard interview techniques are about as effective as flipping a coin. Additionally, the American Psychological Association states “67% of all job applicants’ resumes contain misrepresentations.” Read more…
Filed under: ECI Behavioral Insight, Employment Testing, Personality Testing |
Tagged: assessment tools, cultural fit, EEO compliance, fair hiring practices, Interview Questions, Interviewing, motivational fit, Objective Hiring, OFCCP, Organizational Fit, Structured Hiring Process |
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March 23rd, 2009 by The ECI Team
Consultants usually have their own jargon that they consistently use to describe various behaviors their clients demonstrate. Over the years, ECI has devised or adopted several of these terms. The interesting thing to me is that as we work with clients for the long term, many of them begin to speak in the same terminology. Read more…
Filed under: Business Management |
Tagged: Company Culture, Corporate Culture, ECI Behavioral Insight, Personality traits |
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March 19th, 2009 by The ECI Team
We are working on several projects right now to help clients identify which metrics relate directly to success, which factors can predict whether an individual might have problems on-boarding successfully, and whether the demonstration of the factors described within competency models in fact are statistically related to higher performance. All of this work we find very interesting, since it offers the opportunity to prove that it is possible to measure the relationship between key performance outcomes and particular behaviors, while in other cases, we think there are relationships, but in fact there are not. Read more…
Filed under: Improving Performance, Organizational Development, Talent Management |
Tagged: assessment of performance factors, behavioral statistics, correlation of competency to results, identifying high performance factors |
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